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Functions Of Human Resource Management

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Theoretical background of the study
The beginning of the era of liberalization and globalization a long with the advancements in information technology has changed the globe around us .It has brought to centre stage the importance of human resources ,more than ever before .The purpose of human resources management (HRM) is to enable appropriate deployment of human resources
In a competitive circumstance, effective utilization of human resources has become necessary and the primary task of organizations is to recognize, recruit, and channel competent human resources into their business operations for improving productivity and functional efficiency. Several authors have tried to explain …show more content…

• All employees are educated and their level of general awareness is high.
• Employees are more committed to the profession than to the organization.
• The rates of attrition and the level of mobility of employees among the organization are high.

MAJOR FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Human resource may be defined as the total knowledge, skill, creative, abilities, talents, and Aptitudes of an organizations workforce as well as the values, attitudes, approaches, and beliefs of the individuals involved in the affairs of the organization. It is a sum total or aggregate of inherent abilities , acquired knowledge ,and skills possessed by the employees of an organization.HRM is concerned with getting better results through efficient management of employees.
The functions of HRM are related to specific activities of personnel management, which include staff development, compensation, and employee relations. These functions are directly linked to objectives and strategies of the organization. This is starting point for the functions of HRM. We will now discuss the various functions of HRM:
1. Staffing
2. Work analysis
3. HR planning
4. Recruitment
5. Selection
6. …show more content…

Employee planning and work analysis precedes the process of recruitment compensation packages and corporate image all has an impact on the recruitment process. At the outset, the objectives of the process of recruitment may be retention and satisfaction of the employee. Other aspects such as cost of filling jobs speed of filling jobs, and total number applications received would all contribute to the retention process.
The next step would be to design a strategy as to the number and type of people to be recruited and determine the source of recruitment. This is also involves an important step, that is , how to communicate and advertise the fact that an opening exits.

Sources Of Recruitment: - There are two general sources of recruiting – internal and external. Internal recruitment seeks candidates from among the ranks of those currently employed. With the exception of entry-level positions, most organizations try to fill positions with their current employees. Many large organizations will attempt to develop their own employees for positions higher than the entry level. According to Jack Stack (1998), the advantage of internal recruitment policy, by promoting from within wherever possible

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